Stanislav, автор у promotion

Promotion Wishes Happy Easter!

Posted on 10.04.202610.04.2026 by Stanislav

This Sunday, April 12th, millions of Ukrainians will celebrate one of the greatest and most important holidays – Easter.

Today, the Resurrection of Christ takes on a special, deep meaning for each of us. This holiday symbolizes the irreversible victory of light over darkness, life over death, truth and good over evil. It reminds us that after the most difficult trials, dawn will surely come. It is this faith that gives us all the strength not to give up, to continue working, to support the economy, and to build the future of our country.

Promotion team sincerely congratulates its clients, partners and candidates on the bright holiday of Easter!

We are grateful to you for your trust and joint work. May your hearts be filled with peace, and your homes with warmth and family comfort on these festive days. We wish you and your loved ones inexhaustible energy, hope that never fades, and most importantly – the long-awaited victorious and reliable peace for all of Ukraine.

Enjoy your delicious Paska and may you have bright thoughts!

Christ is Risen! Indeed He is Risen!

Promotion: Transition to IFRS as a New Stage of Development, Confirmation of Leadership and Operational Transparency

Posted on 30.03.202630.03.2026 by Stanislav

Promotion (“PROMOTION OUTSOURCING” LLC ) is beginning the transformation of its financial reporting in accordance with the International Financial Reporting Standards (IFRS).

Based on the results of operations in 2024 and 2025, the company became the first in the outstaffing, recruiting, and consulting industry in Ukraine to achieve indicators that require a transition to global standards of transparency.

What are the IFRS Criteria and Why Does Promotion Meet Them?

According to the legislation, the mandatory transition to IFRS applies to public interest entities or large companies. To be considered a “large enterprise” in Ukraine, a company must meet at least two of the three criteria for two consecutive years:

Value of assets: over 20 million EUR
Net sales revenue: over 40 million EUR (actual result for 2025 – 47,983,925.00 EUR, 2024 – 42,083,983.00 EUR)
Average number of employees: over 250 employees (actual result for 2025 – 2,398 employees, 2024 – 1,828 employees)

The achievement of these markers (exceeding net sales revenue and average number of employees) in 2024-2025 confirms the scale of Promotion’s activities and its leadership in the HR services market in Ukraine.

Why Is This Important?

The transition to IFRS is not just a change in the format of tables in accounting. It is a strategic step that brings direct benefits both to the company and to clients and suppliers:

For Promotion: This is a “green light” for entering international markets and simplifying world-class audits. This is a confirmation of our maturity and financial stability.
For clients in Ukraine and abroad: cooperation with a partner whose reporting is understandable in London, New York, or Warsaw. IFRS minimizes risks and guarantees full financial transparency – this is the confidence that the HR provider operates in accordance with the highest global rules and meets the strictest legal requirements.
For partners: The unification of reporting facilitates cooperation in joint international projects and strengthens the trust of banking and financial institutions.

“The transformation to IFRS is our manifesto of openness. We prove that the Ukrainian service business can be large-scale, transparent, and understandable for the whole world.”

In Which Cases the Formalization of Remote Work Is Mandatory

Posted on 27.03.202624.03.2026 by Stanislav

Remote work in Ukraine is primarily regulated by Articles 24 and 60-2 of the Labor Code of Ukraine (KzPP). During the period of martial law, the Law of Ukraine “On the Organization of Labor Relations under Martial Law” also applies, which establishes special rules regarding the form of the employment contract.

Therefore, it is important to distinguish: when an employer is obliged to formalize remote work, and when they only can introduce it.

When the employer is obliged to formalize remote work:

The employer is obliged to formalize remote work when an employee demands a temporary transfer to remote work for a period of up to two months, if actions with signs of discrimination were committed against them at the workplace.

Important! The employer can refuse such a transfer if remote work is objectively impossible given the labor function or if the employee did not provide corroborating facts that discrimination, sexual harassment, or other forms of violence took place.

When the employer can formalize remote work:

when the parties (employee and employer) have agreed on a remote form of work,
during the threat of the spread of an epidemic or pandemic, the need for self-isolation of an employee in cases established by law, the threat of armed aggression or an emergency situation of a technogenic, natural, or other nature,
for the period of remote learning of an employee’s child under 14 years of age in a general secondary education institution under a remote form of obtaining education in accordance with the order (instruction) of the head of such educational institution for the period of such learning.

for:

pregnant women;
employees who have a child under three years of age;
those who care for a child under six years of age according to a medical conclusion;
employees who have two or more children under 15 years of age or a child with a disability;
parents or guardians of a person with a disability since childhood of subgroup A of group I.

In Which Cases Can an Employee Receive Monetary Compensation for Unused Leave

Posted on 26.03.202624.03.2026 by Stanislav

Monetary compensation for unused leave is not always paid, but only in cases directly provided by law. The basic rules are established by Article 24 of the Law of Ukraine “On Vacations.” It is this norm that determines when unused leave days can be replaced by a monetary payment.

1. Compensation in Case of Dismissal

The most common case is the dismissal of an employee. In such a situation, the employer is obliged to pay monetary compensation for all unused days of annual leave, as well as for unused days of additional leave to employees who have children or an adult child with a disability since childhood of subgroup A of group I. The basis for dismissal does not matter: compensation is paid in any case if the employee has unused days of such leave left.

2. Compensation in Case of Mobilization or Other Type of Military Service

Separately, the law provides for the employee’s right to compensation in case of conscription into military service. This is not only about mobilization, but also about fixed-term service, service by conscription of officer personnel, service of reservists in a special period, as well as acceptance for military service under a contract.

In such a case, compensation for all unused days of annual leave and the corresponding additional leave is paid at the request of the employee and on the basis of their application.

Important: the application must be submitted no later than the last day of the month in which the employee was released from work in connection with conscription into military service.

3. Compensation Without Dismissal — Only for a Part of the Leave

An employee can receive monetary compensation even without dismissal, but only for a part of the annual leave. For this, a mandatory condition must be met: the employee must have already used at least 24 calendar days of annual and additional leaves.

Only leave days exceeding this minimum can be replaced by monetary compensation. That is, “not going on vacation at all and just taking everything in money” — the law does not allow.

Important! Replacement of leave with monetary compensation is not allowed for employees under the age of 18.

In addition, the amount of compensation is calculated according to the rules of the Procedure for Calculating Average Wage, approved by CMU Resolution No. 100. That is, everything is official here: not “by eye,” not “as the accountant feels,” but according to an established mechanism.